If you're comfortable with the risk level and the cost, then just go ahead and show the disgruntled individual the door. If you suspect the worker might do something mischievous or damaging to business property, you might have a security guard accompany them when they clean out their desk and to escort them from business property. That brings the business owner face-to-face with the need to eliminate a problem they can't solve in any other way. If the insubordinate worker is always late to work or with her assignments, then get her some formal time management training. For example, you might say, "Workers who fail to wash their hands after using the rest room will receive one day suspension after the first offense, three days after the second offense, and separation after the third offense." Or, it could be more general, such as "Personnel who fail to wash their hands after using the rest room will face suspension and possible separation." How much leeway you wish to give yourself when it comes to rehabilitative action is up to you. Be sure to keep a copy for the company records, and if you should mail a notice (if a worker works off-site), then use certified mail.

Document your company reasons for the termination. As soon as the employee is gone, spread his duties and assignments out to the remaining workers. Go through the layoff notification with emphasis on items in the severance package. If the insubordination regards abusive language, the context in which the jobholder used the language matters a great deal. However, during firm hours, company wants and your job come first. Workforce are fired for many reasons. As a boss or boss, you may feel that a worker's actions warrant immediate layoff or firing them before their contract expires. A special note about employees' compensation: You can't terminate a worker because she has taken advantage of employees' compensation. It is important that you gather all prior papers on job performance and remedial measures.